SALARIES AND COMPENSATION PROGRAM
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Job Descriptions
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A job description shall be developed for each position in the system.
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A job description shall be developed for each new position prior to staffing of the position.
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The job description for each position vacated shall be reviewed and updated by the immediate supervisor before the position is restaffed.
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Each new employee shall receive a job description and the immediate supervisor shall review the duties listed in the job description with the new employee.
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The position incumbent and the incumbent's immediate supervisor shall formally review each job description every five years.
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Review of Compensation Plan
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The total compensation plan will be reviewed every five years. The compensation review will be done by staff and may be assisted by external consultants. The techniques must include salary and benefit surveys and may include other techniques for job evaluation.
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Individual jobs shall also undergo a reclassification study when duties have increased significantly due to staff reduction, implementation of new programs, or other influential variables.
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Levels of Compensation
Prior to annual budget preparation, a salary survey shall be conducted and the Superintendent shall advise the Board of the anticipated beginning teachers' salaries of other leading systems in Georgia. DeKalb shall strive to maintain the highest beginning teachers' salary level in comparison to all public school systems in Georgia. The system shall also strive to maintain all teachers’ salary levels at or above the 90th percentile of other Georgia public school systems. In addition, DeKalb shall make an effort to compensate all non‑teaching positions between the 70th and 90th percentile of positions included in relevant market surveys.
Fringe benefit levels should also be maintained at or about the 90th percentile in relation to other public school systems.
- Supplements to Salary
An effort shall be made to expand the number of supplements available to teachers who perform extra duties
Legal References
- O.C.G.A. 20-02-0186 — Allocation of funds for local systems to pay beginning salaries of superintendents, secretaries, accountants, nurses, and certain other personnel; eligibility of failing schools for funds (Lexis)
- O.C.G.A. 20-02-0187 — State-wide school lunch program; instruction in nutrition, hygiene, etiquette, and social graces; school food and nutrition personnel (Lexis)
- O.C.G.A. 20-02-0211 — Annual contract; disqualifying acts; job descriptions (Lexis)
- O.C.G.A. 20-02-0212.6 — Limitation on salary increase for school superintendent or administrators (Lexis)
- O.C.G.A. 20-02-0220 — Limitations upon decreases in salary supplements for bus drivers and food service employees (Lexis)
- O.C.G.A. 20-02-0504 — Authority to contract for pupil transportation (Lexis)
- O.C.G.A. 20-02-0947 — LBOEs cannot enter into contracts not authorized by existing law (Lexis)
- O.C.G.A. 20-02-1071 — Powers of SBOE as to bus drivers' salaries, federal and other transportation aid, and standards for vehicles and drivers (Lexis)
- O.C.G.A. 34-04-0003.1 — Wages and employment benefits by local government entities (Lexis)
- Rule 160-5-6-.01 — Statewide School Nutritional Program
- Rule 160-5-3-.08 — School Bus Drivers
- 26 USC 106 — Contributions by employer to accident and health plans
- 26 USC 125 — Cafeteria plans
- 29 CFR Part 778 — FLSA Regulations - Overtime Compensation
- 29 USC 206 — Minimum wage
- 29 USC 213 — Fair Labor Standards - Exemptions